Equal Opportunities & Diversity Policy




diversity, equity and inclusion policy in recruitment

  1. Our commitments
    • 1 We are committed to promoting equal opportunities in recruitment for employment and creating opportunities in which diversity and inclusion is valued and everyone is treated with dignity and respect, with regard to opportunities for roles. As part of our zero-tolerance approach to discrimination in any form, you and any job applicants will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (Protected Characteristics). We are also committed to providing equitable treatment to all those we deal with as an organisation, including customers and suppliers.
    • 2 Our ambition is to work together to promote a more inclusive environment, which attracts diverse talent and demonstrates our commitment to proactively encourage and foster diversity. By encouraging a genuinely unbiased and inclusive approach we aim to attract a diverse pool of talent, based on skills and experience, to progress the business.
    • 3 We will take all reasonable steps to:
  • Promote awareness and provide training to all staff and all managers on all aspects of equality and diversity in the workplace, and in ensuring equal opportunities for candidates.
  • Apply the principles of equity to all staff and all job applicants so that there is equality of opportunity. Our aim is that no individual is denied employment opportunities for reasons unrelated to ability.
  • Establish programmes and processes that ensure a diversity of candidates at all career stages beginning with recruitment, including the development and promotion of talent through to the appointment of senior leadership.
  • Implement all internal policies and procedures (on a fair and impartial basis).
  • Create an inclusive working environment that is sensitive to the needs of staff of differing cultures, religions and beliefs. For example, in connection with festivals, religious observance and dress.
  • Make reasonable adjustments to enable employees with disabilities to function effectively and to their full potential, in applying for vacancies.
  • Monitor how this policy is working in practice.
    • 4 Whilst we promote equality and diversity in our recruitment activities, we are not responsible for the actions or inactions of any prospective employer (Employer), during the recruitment process and / or during the course of employment, should you receive and offer, and commence employment with the Employer.
    • 5 The Employer, shall, make the decision as to who the most suited candidate is for a role.
  1. About this policy
    • 1 The purpose of this policy is to set out our approach to diversity, equity and inclusion in our recruitment activities, and to ensure that all candidates are afforded equal opportunities within employment, and that the selection of candidates for a role shall be determined only by personal merit and the application of criteria which are related to the duties of each particular position (in all cases, ability to perform the job and attitude will be the primary considerations).
    • 2 All employees, workers and consultants have a duty to co-operate with this policy to ensure equal opportunities and to prevent discrimination. We are committed to not harass or intimidate other employees on the grounds of race, religion or belief, colour, sex, age, national origin, disability, or sexual orientation and must not victimise or retaliate against employees who make such allegations. Disciplinary action will be taken against any employee who breaches this policy and serious breaches will be treated as gross misconduct. 
  2. Who does this policy apply to?
    • 1 This policy is for candidates who are applying for jobs through our recruitment company. This policy is not for our own employees or workers.
  3. Code of Practice
    • 1 The company welcomes diversity amongst its candidates and seeks to ensure that all candidates for employment are treated fairly, and that selection is based solely on the individual’s abilities and qualifications. The recruitment process must result in the selection of the most suitable person for the job having regard to experience and qualifications where necessary. We are committed to the principle of equality of opportunity, and we shall will adhere to the following procedure for recruiting and selecting individuals for all positions:
  • Selection Criteria: The selection process will be carried out consistently for all jobs at all levels. Selection criteria for all positions will be clearly defined and reflected in the further particulars sent to applicants, which will also include details of the our commitment to equality of opportunity. Job qualifications or requirements which would have the effect of inhibiting applications from members of particular groups, such as those of one sex, persons of a particular religion, marital status or sexual orientation, persons of a particular racial group, persons within a certain age bracket or those with a disability, will not be demanded or imposed except where they are justifiable in terms of the job to be done.
  • Advertising: Job advertisements will be widely publicised so as to encourage applications from all suitably qualified and experienced candidates. In order to attract applications from all sections of the community, the company will endeavour to ensure that advertisements are not restricted to areas or publications which would exclude or disproportionately reduce applications from a particular gender, religion, age group or racial group and should avoid prescribing requirements as to marital status or age.
  • Selection Methods: Applicants shall be recommended to recruiting companies consistently depending on job requirements and the individual’s suitability and ability to do the job, and no other characteristics.
  • Interviews: In the case of disabled applicants who identify themselves at the application stage, with your consent, we shall communicate this disabled status to the Employer to advise them to make appropriate interview arrangements (such as accessible interview rooms or the sharing of questions pre interview), although the arrangements are the responsibility of the Employer.
  1. Record Keeping
    • 1 Details of candidates and of selection decisions (including the rationale for selection or rejection) will be kept for as long as necessary to carry out the recruitment services and to keep records relating to our recruitment services.
  2. Review of Recruitment Practice
    • 1 Recruitment procedures and practices will be kept under review to ensure that this policy is being adhered to and to ensure that they do not include requirements or conditions which constitute, or may lead to, unlawful discrimination.